The document summarizes research identifying the characteristics of high performers, called "Trailblazers", in public service. It defined Trailblazers as those who drive transformation while delivering results. The research involved identifying potential Trailblazers, interviewing 30 individuals, and comparing them to other public and private sector leaders. Key findings were that Trailblazers displayed leadership, strategic thinking, managing change, and motivation. The research can help organizations recruit, develop, and assess potential Trailblazers.
7. Characteristics Hard driving Low rule-following Optimism Trusting Local-place shaping Seek to understand people Innovation Taking charge Imposter syndrome
8. vs Public Sector How did we measure this? Wickland Westcott database of Executives Created Public Sector subset, compared competency ratings vs Trailblazers 4 key differentiators
9. vs Public Sector Leadership(direction setting, gaining commitment, people development, delegation) “I love creating great teams – making others great” Strategic Thinking(vision, global perspective, organisational awareness) “I back my own judgement but rely heavily on the skills of others in advising me on the detail” Managing Change(initiating change, driving change, overcoming resistance) “I’ve been rapped over the knuckles for not going through due processes – but it worked” Motivation(initiative, energy, resilience, accountability, goal focus) “In my early days I had a real reputation for toughness”
23. Local Government Major review of staff at various levels versus Trailblazer characteristics Tailored to the Council’s own competency framework Behavioural indicators specified at three key levels Structured analysis of skills and potential for the future Support in shaping the Council to meet changing priorities
24. NHS Stimulus provided by World Class Commissioning National framework did not fit local priorities and needs Attributes for leadership and management defined and codified All senior managers assessed on a one-to-one basis and confidential reports prepared and fed back Assistance in identifying future leaders in merged structures
25. Housing Organisation restructure led to need to assess leadership capability Trailblazer characteristics used to assess senior executive against redefined and new roles Robust and objective assessment in relation to specified skillsets and behaviours Assistance in transition to new structures
26. Police Worked with two UK police forces Assessment of selected senior staff against Trailblazer characteristics National leadership programme seen as lacking in focus and local relevance One-to-one assessments and feedback of reports Direct link to personal development programme
27. Participant Feedback Clarity around purpose of assessment “Was not sure and was somewhat surprised to have been nominated as I thought there were more competent ‘high flyers’ than me that could have been asked” Relevance of assessment “I went into the process with a very relaxed and open mind not thinking I would come out with any real sense of purpose to do something about myself. How wrong I was” Accuracy of assessment “I found the results of the questionnaire uncannily accurate once they were explained to me. Questions and observations were thought-provoking and appropriate” SEARCH & SELECTION | ASSESSMENT & DEVELOPMENT | THE OPQ INTERVIEW GUIDE | GRADUATE RECRUITMENT